Under Title VII of the Civil Rights Act of 1964, 42 U.S.C. § 2000e et seq., a person who claims to have experienced certain types of employment discrimination must file a charge of discrimination with the EEOC.

The key issue in this case will be whether USPS had an obligation to bargain with the union over its response to the data breach, at least to the extent that the breach response affected unionized employees.

Federal government contractors will soon be subject to expansive new affirmative action regulations under the Vietnam Era Veterans' Readjustment Assistance Act ("VEVRAA") and Section 503 of the Rehabilitation Act ("Section 503").

In a remarkably harshly worded decision issued on August 9, Judge Roger Titus of the United States District Court for the District of Maryland granted summary judgment against the EEOC in its challenge to the use of criminal background and credit history checks by a Maryland-based family-owned company that employs more than 3,500 full-time and 25,000 part-time and seasonal employees throughout the United States. EEOC v. Freeman, Memorandum Opinion, Case No. RWT 09cv2573 (D. Md. August 9, 2013),

The United State Supreme Court recently set a high standard for plaintiffs who claim that they have suffered retaliation at the hands of their employers because they opposed discrimination made unlawful by Title VII.

The United States Supreme Court recently announced that an employer may be vicariously liable for an employee's unlawful harassment "only when the employer has empowered that employee to take tangible employment actions against the victim.

The Office of Federal Contract Compliance Programs is taking action that it says will strengthen the agency's ability to identify and remedy compensation discrimination by federal government contractors and subcontractors covered by Executive Order 11246.

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